EXPATRIATES MANAGEMENT!
Daniela Carrozza Antonio De Pascali Marica Di Marino Marika Gurnale Bianca Traina
HQ! SUBSIDIARIES!
GEOCENTRIC Third Country Nationals
POLYCENTRIC
Host-Country Nationals
ETHNOCENTRIC
Parent Country Nationals
Expatriates Administration!
SALARY MANAGEMENT
EMPLOYMENT CONTRACT
TAX REGULATION
BENEFITS
SELECTION CRITERIA!
Professional Competencies ! Technical Skills ! Languages
Personal Factors ! Family ! International Motivation ! Tolerance Uncertainty ! Personality (Big5Model)
International Adjustement ! Cultural Intelligence
How Can Firms manage Expatriates Selection?!
Culture shock!
Culture shock refers to the
process of coming to
understand and adapt
to differences in culture
through daily interaction
and situations.
How Can Firms manage Expatriates Training ?!
High Rigor!
Low Rigor!
Short time period
Lectures and videos on local culture
Briefing on company operation
Case study e-learning and e-coaching
Last over a month
Experiential learning
Extensive language traininig
Shadowing
Field trips to host country
How Can Firms manage Expatriates Training ?!
ORGANIZATIONAL STRATEGIES : − Keeping up-to-date about organizational occurrences and problems − Career planning of expatriates should be conducted carefully from a realistic perspective with regard to repatriation, and overseas assignment should be linked to long term career plans − Training expatriates prior to return (Coaching, Counseling − Repatriates as trainers, personal for future expatriates
76% of the Organizations Had No Formalized Repatriation Policies
Expatriates Repatriation!
INDIVIDUAL STRATEGIES : − Maintain contact with its social networks - Keeping up-to-date about national news - Be proactive - Combine best aspects of foreign and home cultures
Expatriate failure is the premature return of an expatriate manager to the home country each expatriate failure can cost between € 40,000 and € 1 million
EXPATRIATES MGMT!!What Is Expatriate Failure?!
Recall %
U.S. MULTINATIONALS 20-40%
EUROPEAN MULTINATIONALS 11-15%
JAPANESE MULTINATIONALS 11-19%
• The inability of an expatriate's spouse to adapt • The manager’s inability to adjust • Family-related reasons • The manager’s personal or emotional maturity • The manager’s inability to cope with larger overseas responsibilities • Difficulties with the new environment
EXPATRIATES MGMT!!
WHY DO EXPATRIATES MANAGER FAIL?!
HISTORY!
International company with Italian origin Created in 1950’ s a division of an Italian integrated energy company (Eni Group) Oriented towards oil and gas industry More than 40000 employess (110 different Nationalities) Expatriates are the 23% of the employees
EXTERNAL RECRUITMENT SCREENING CURRICULA AC GROUP INTERVIEW ROLE PLAYING IN BASKET LANGUAGE TEST TECHNICAL INTERVIEW FEEDBACK PHYSICAL ASSESSMENT
INTERNAL RECRUITMENT Job Posting Feedback Assessment of Physical Ability
TRAINING!
PRE-DEPARTURE TRAINING: ! HSE training
POST-ARRIVAL TRAINING: • Behaviour-Language and Medical Induction • Social network development
REPATRIATION!
Saipem has already made the repatriation an explicit part of the assignment (76% of Multinational Companies no Repatriation Policy)
STRENGHTS! WEAKNESSESS!
OPPORTUNITIES! THREATS!
Expatriates Policy Managerial and Technical Assessment
Lack analysis of psychological, socio-cultural elements Lack of Cross-cultural
Reduce Low Turnover (3,5 %) Mentor Assignment Value new competencies and experience
Competitors hire its expatriates Boundaryless careers
Grazie !